Men’s Health Week (9th-16th June 2025) is an annual awareness week designed to give men access to the information and services they need to live healthier, longer, and more fulfilling lives. It serves as a vital national initiative to raise awareness of the physical and mental health issues disproportionately affecting men. This year’s campaign is run by the Men’s Health Forum charity, who are calling for the development of a comprehensive Men’s Health Strategy, which is seen as an essential step in tackling preventable ill-health and premature mortality among men.

We need a Men’s Health Strategy | Men’s Health Forum

Men are still dying needlessly young.

• One man in five dies before the age of 65 
• 40% of men die before the age of 75

Some key facts

Over three-quarters of premature deaths from heart disease are male. Coronary heart disease (CHD) is the most diagnosed type of heart disease. CHD is responsible for around 66,000 deaths in the UK each year, an average of 180 people each day, or one death around every eight minutes. A British Heart Foundation (BHF) fact sheet for Men & Women can be downloaded via this link BHF UK CVD Factsheet.  More information about when and how to perform Cardiopulmonary Resuscitation (CPR) is available via this 15-minute mobile training link, all you need to practice is a cushion. This training can save lives.

Learn CPR in 15 minutes for free | RevivR – BHF

Men are 43% more likely to die from cancer, and overall, the number of men getting cancer is rising. Some cancers only affect men, some trans women, and non-binary people who were born male can also get these cancers. There is support & information available via Cancer Research UK.

Cancer mortality by age | Cancer Research UK

Three-quarters of suicides are male and while women are more likely to experience symptoms of anxiety and depression than men, societal expectations mean men are less likely to share how they are feeling according to Mental Health First Aid England (MHFA England). Therefore, it’s hard to tell if the figures are a true representation. Encouragingly, The Workplace Health Report 2024 identified an increase in the number of men seeking help for their mental health. Nevertheless, there is still work that needs to be done to ensure seeking help isn’t seen as a sign of weakness, but one of strength and courage.

Men’s mental health – Mental Health UK

Leading the way

Men’s Health Week is now celebrated in many European countries and serves as a powerful reminder of the importance of men prioritising both their physical and mental wellbeing, dismantling stereotypes, and seeking help.  We know there is still a long way to go in encouraging help-seeking behaviours, but workplaces are a logical place to start.

The CWU are fully committed to the Men’s Health Week priorities for 2025 to:

• Heighten awareness of preventable health problems for males of ALL ages.
• Support men and boys to engage in healthier lifestyle choices.
• Encourage the early detection and treatment of health difficulties in males.

Currently an All-Party Group is reviewing the case for a men’s health strategy, while the Women and Equalities Committee of MPs in the last parliament recommended that government give ‘serious consideration’ to one. The Government wants both members of the public and healthcare experts to have their say on ways to tackle the biggest health problems facing men.  This call for evidence is part of the Government’s plan for changing and improving health care for everyone.

The 12-week call for evidence runs from 24th April to 17th July 2025.

Men’s Health Strategy – Department of Health and Social Care

This call for evidence closes at 11:59pm on 17 July 2025

For those using British Sign language the call for evidence will remain open until 11:59pm on 15 August 2025.

Men’s Health Strategy for England: call for evidence in British Sign Language – GOV.UK

The CWU supports the Beyond Silence campaign and promotes and celebrates Deaf Awareness across the UK and in workplaces. “Beyond Silence”

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact –

Jamie McGovern, FRSPH MIIAI at jmcgovern@cwu.org.

LTB – Mens health week week 2025 – Final

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Post Office: Future of the Crown Office Network – Franchising Update

Further to LTB 105/25 dated 27^th May.  As Branches are aware, on 8^th April Post Office announced the franchising of the remaining 108 Crown Offices, meaning the loss of over 1,000 jobs.

Post Office confirmed franchise partners for 56 Crowns on 27^th May, and earlier this week confirmed a further 19 Crowns for franchising to three partners – First Class Retail, RF Retail and South Coast Retail (list attached).  We continue to expect further announcements in terms of franchise partners for the remaining 33 Crowns in the coming weeks and our Territorial Reps will be advised of the details at the earliest opportunity.

In accordance with the Joint Statement contained within LTB 105, we are expecting to enter into a series of serious negotiating meetings imminently with the aim from our perspective of agreeing:

• The “measures” associated with potential TUPE
• An improved compensation package via a Settlement Agreement
• Genuine opportunities for redeployment via bumping for members wishing to retain PO employment.

As we prepare for these talks, PO management yesterday agreed to pause 121 consultation meetings, and they have accepted there is no need at this stage to return preference forms.  The communication from PO published this morning contains the following paragraph:

“While we are in TUPE consultation meetings with both CWU & Unite, we have made the decision to hold off with starting consultation meetings, until we have further TUPE discussions and information, that we can share with DMB colleagues.”

As per the above, we encourage all members to hold fire on returning preference forms until further notice to allow the negotiations to take place.

Regular meetings are taking place with our Territorial Reps who have been instructed to liaise with Regional Secretaries, Branch Secretaries and Political Officers to keep them fully updated on any developments on Crowns in their areas.

Further developments will be reported as negotiations progress.

Yours sincerely,

Andy Furey
Assistant Secretary

LTB107-25 – PO – Future of the Crown Office Network Franchising Update

List of Crowns Franchising Announcement 3rd June

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USO Reform – National Joint Statements/Updated Communication

Further to LTB 098/25 regarding updates to Pay, Section 5 and the USO, in advance of the National Briefing for CWU Representatives and Branches.

As outlined in recent weeks numerous discussions have taken place with the business regarding seeking to provide clarification and resolutions to a number of areas linked to USO pilot activity, as well as additional pre-deployment activity across the remaining circa 1,200 delivery offices.

As a result, we have agreed a number of Joint Statements which are attached and outlined as follows:

National Talks Update

• Confirmation that a full agreement on pay and Section 5 will be sought to be concluded by 30^th
• A full National Agreement on USO will be concluded by 30^th
• Additional protections in that the business have committed to honour the no compulsory redundancy commitment throughout USO implementation and deployment which is expected to conclude in 2028, and provide employee benefits.
• Confirmation that the USO change will only be deployed if a decision has been made by Ofcom and a full National Agreement is in place with the CWU. Both parties will ensure that the issues on attendance patterns will be unlocked by 30^thMay 2025.

USO Pilot Offices

• Includes an update in relation to improving attendance patterns and ensuring that better flexibility is applied against the 7 options within an agreed criteria linked to compliance with safety and working legislation, Saturday coverage, quality of service and the cost basis is the same, which will be reviewed by the National Delivery USO Group.
• In addition, the ability to review reserve level coverage, including where absence rates need to be planned in.
• Ensuring all offices review their resourcing base to establish the status of either surplus staffing and/or the need to increase PT employee hours or recruitment.

USO Work Package – Pre-Deployment Activity

• A jointly agreed 12-part deployment planning process for each delivery office in the lead up to any potential ‘go live’ date and ensuring the status of resourcing/recruitment is reviewed and included in the attached flow charts (Resourcing & Recruitment).
• In line with the agreed process for the 37 pilot offices, a need to complete agreed frame moves in all delivery offices before their scheduled deployment date, to make better use of the space available to be able to sort and store parcels more efficiently.
• In preparation for the proposed changes, validation exercise to gather and better understand information on non-drivers across all delivery offices.
• Agreed process for better strategic involvement across all levels and ensuring the suitable release for CWU representatives as part of planning arrangements, which will be agreed between RODs/General Managers (GMs) and Divisional Reps alongside the OPLs and Area Reps.

Clearly the ongoing Pay, Section 5 and the USO are crucial to both parties and the release of the attached joint statements and wider clarification is intended to assist and give those negotiations the freedom to continue.

Both parties have agreed to hold a joint session with Regional Operational Directors and CWU Divisional Reps next week to run through all of the above and ensure that the same information is cascaded down to all levels of both structures as part of the improving strategic involvement and ways of working.

Any enquiries in relation to this LTB should be referred to the DGS(P) department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)          

Davie Robertson

Assistant Secretary

Tony Bouch

Assistant Secretary

LTB 102/25 – USO Reform – National Joint Statements Updated Communication

LTB 102/25 – Attachment 1 Joint Update on National Discussions Final 22.05

LTB 102/25 – Attachment 2 Pilots Update FINAL

LTB 102/25 – Attachment 3 USO Resourcing Flowchart Final Appendix1 (May 25)

LTB 102/25 – Attachment 4 Pre-Deployment Planning FINAL

LTB 102/25 – Attachment 5 – 7 Options 1 of 2

LTB 102/25 – Attachment 6 – 7 Options 2 of 2             

LTB 102-25 – Attachment 7 Unit Recruitment Flowchart v.1.2   

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Post Office: Future of the Crown Office Network – Franchising Update

Further to LTB 069/25.  As Branches are aware, on 8^th April Post Office announced the franchising of the remaining 108 Crown Offices, meaning the loss of over 1,000 jobs.

Post Office has today confirmed franchise partners for 56 Crowns and the members concerned were informed via a Teams call earlier this morning.  The three franchise partners announced today are RF Retail Ltd, Universal Office Equipment (UK) Ltd (known as UOE) and ZCO Ltd. The 90-day “staff information and consultation exercise” begins today and closes on 24^thAugust.  We are expecting further announcements in terms of franchise partners for the remaining Crowns in the coming weeks.

Notwithstanding the fact that the Union is opposed to franchising Crown Offices as we believe this will provide an inferior service, there is obviously a requirement to enter into serious negotiations with the aim of agreeing the “measures” associated with potential TUPE and also an improved compensation package via a Settlement Agreement.  Additionally, we need to agree processes for bumping opportunities elsewhere in Post Office.  We have therefore agreed the following Joint Statement:

On 8th April Post Office announced to employees their intention to franchise all remaining Directly Managed Branches.

For its part, the CWU does not support the franchising of Directly Managed Branches.  

Both parties recognise that although they hold different positions on the future of DMB’s and the Post Office Network – there is a need to enter without prejudice negotiations immediately to explore the potential for an agreement that will support and maximise the available options for CWU members/Post Office employees.

The CWU notes that Post Office will announce the start of a 90-day consultation on Tuesday 27th May.

The list of Crowns affected by today’s announcement is attached for your information and has been shared with our Territorial Reps, who were present on today’s calls.

We have serious reservations about the longevity of the service being provided by these franchise partners as there is no guarantee these businesses will not be vulnerable to closure in the future.  In fact, we have already seen examples whereby Crowns previously franchised to WH Smith have now closed.

We will continue to campaign politically against the franchising programme and Branches should liaise with our Post Office Territorial Representatives who can provide help and support for engaging with MPs and councils etc.

Further developments will be reported as negotiations progress.

Yours sincerely,

Dave Ward                

General Secretary                          

Martin Walsh           

DGS(P)                           

Andy Furey 

Assistant Secretary

LTB 105/25 – PO – Future of the Crown Office Network – Franchising Update

LTB 105/25 – List of Crown Offices – Franchising Announcement 27th May 2025

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CWU NATIONAL DELEGATIONS – 2025

• TUC Congress 7^th-10^th September 2025, Brighton
• Labour Party Conference (including Labour Party Women’s Conference 27^th September – 1^st October 2025, Liverpool

 Further to LTB 090/25 dated 8^th May 2025 at the close of nominations the following have been received:

TUC 

Postal Constituency

NEC (1 Member)Rob WotherspoonBristol & District Amal*Elected

Lay Members (7 Members at least 2 delegates must be women & at least 1 delegate must be BAME)Tina HolmesLeicestershire*Elected (Woman)Adam AlarakhiaLeicestershireBALLOT REQUIREDSteve CrokeSouth Midlands PostalPaul GillonGlasgow & District AmalSajid ShaikhBirmingham District AmalTony SneddonScotland No 5Lee Starr-ElliottBristol & District AmalTom WalkerNorthern Home Counties Postal

Telecoms & Financial Services Constituency   

NEC (1 Member)Michelle BaileyMidland No 1*Elected

Lay Members (5 Members at least 1 delegate must be a woman & least 1 delegate must be BAME)Moira CahillUTAW, Algus National, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire, *ElectedDeji OlayinkaUTAW, Algus National, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire, *ElectedLouise ShortTyne & Wear Clerical, Algus National, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, West Yorkshire, UTAW *ElectedTrish VollansWest Yorkshire, Algus National, Capital, Edinburgh Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, Tyne & Wear Clerical, UTAW *Elected

LABOUR PARTY

Postal Constituency

NEC (1 Member)Alan TateLondon Postal Engineering*Elected

Lay Members (7 Members at least 2 delegates must be women & at least 1 delegate must be BAME)Paul BraithwaiteNorth Lancs & CumbriaBALLOT REQUIREDHuw DaviesLondon PhoenixHugh GaffneyGlasgow & District AmalLee Starr-ElliottBristol & District AmalTom WalkerNorthern Home Counties Postal

Telecoms & Financial Services Constituency   

NEC (1 Member)Graham ColkSouth Wales*Elected

Lay Members (5 Members at least 1 delegate must be a woman & at least 1 delegate must be BAME)Craig AndersonScotland No 1, Algus National, Capital, Edinburgh, Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, South Wales, Tyne & Wear Clerical, UTAW, West Yorkshire *ElectedAlex CharilaouUTAW, Algus National, Capital, Edinburgh, Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire *ElectedBrian KennyMersey, Algus National, Capital, Edinburgh, Dundee & Borders, Lincolnshire & South Yorks, Meridian, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, Scotland No 1, South Wales, Tyne & Wear Clerical, West Yorkshire, UTAW *ElectedJoyce StevensonScotland No 1, Algus National, Capital, Edinburgh, Dundee & Borders, Lincolnshire & South Yorks, Meridian, Mersey, Midland No 1, Mid Wales, The Marches & North Staffs, North East, Northern Ireland Telecoms, South Wales, Tyne & Wear Clerical, West Yorkshire, UTAW *Elected

The ballot timetable is as follows:

Despatch ballot papers:                 29 May 2025

Ballot closes:                                    19 June 2025 (14:00)

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

25LTB104 – CWU National Delegation – TUC Congress and Labour Party Conference 2025

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ROYAL MAIL: REORGANISED ER CASE MANAGEMENT TEAM 

Further to LTB 077/25 dated 16^th April, and the National Briefing on 21^st May.  Branches will be aware we are currently in negotiations with Royal Mail on a new Disciplinary Agreement to replace the Conduct Code Agreement 2015.

As part of these negotiations, we have raised serious concerns over the role of the ER Function and particular the Independent Case Managers (ICMs) in view of the fact that the same small group of individuals were hearing dismissal appeals repeatedly.  It should be noted that only 8% of appeals against dismissal have been upheld ((based on the most recent stats provided by Royal Mail in March 2025).

We have received the following information from Jo Cartright, Royal Mail HR Service Delivery Director, which provides an update on the reorganisation of the ER Function, including the expansion of the number of managers hearing appeals against dismissal:

As part of our ongoing work to strengthen the Employee Relations (ER) function, we are currently working through a consultation process to make changes to how our ER Case Management team is structured.  

Currently, the team includes two distinct roles:

 Independent Case Managers, who cover all business units and are responsible for:

 Raising Concerns (where Protected Characteristics are involved) and any subsequent appeals

• Second line conduct appeals (e.g. suspended dismissal/dismissal)
• Other dismissal appeals (e.g. Attendance, SOSR, LTBIH)
• Speak Up cases and other similar complaints
• Preparing and participating in Early Conciliation and Employment Tribunal claims, as well as National Appeals Process panels

 People Case Support Managers, who focus on:

 Raising Concerns and first line conduct appeals (e.g. warnings/serious warnings) within Deliveries and Collections

• Handling conduct and grievance cases involving Angard employees
• Supporting other areas in exceptional cases where an independent chair is required

 We are proposing to bring these roles together to form a single, consistent ER Case Manager role. This change will increase our appeal hearing capacity from 18 to a pool of 50 FTEs.  It will also enable greater flexibility to respond to peaks and troughs in case volumes e.g. we will also have a larger pool to hear Raising Concerns cases within deliveries and collections. 

It is looking likely that this proposal will be implemented and as such we are starting a selection assessment process which will ensure that those individuals who progress into the new ER Case Manager role have the required skills and abilities, including to hear dismissal appeals. These individuals will then be given full support, training, and development to ensure our high standards are met and upheld. Anyone who is not successful will be supported through redeployment. 

We welcome the above development, especially as we have raised concerns around the same individuals hearing dismissal appeals repeatedly and developing a level of cynicism. Our expectation is that this is a step in the right direction from the current position and we would hope this reorganisation will lead to a significantly fairer process in terms of appeal hearings.  We will be closely monitoring the statistics on appeal outcomes moving forward.

Yours sincerely,

Andy Furey
Assistant Secretary       

Bobby Weatherall
Acting Assistant Secretary

Attachment 1: 25LTB101 – Royal Mail Reorganised ER Case Management Team

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USO Reform – National Joint Statements/Updated Communication

Further to LTB 098/25 regarding updates to Pay, Section 5 and the USO, in advance of the National Briefing for CWU Representatives and Branches.

As outlined in recent weeks numerous discussions have taken place with the business regarding seeking to provide clarification and resolutions to a number of areas linked to USO pilot activity, as well as additional pre-deployment activity across the remaining circa 1,200 delivery offices.

As a result, we have agreed a number of Joint Statements which are attached and outlined as follows:

National Talks Update

• Confirmation that a full agreement on pay and Section 5 will be sought to be concluded by 30^th
• A full National Agreement on USO will be concluded by 30^th
• Additional protections in that the business have committed to honour the no compulsory redundancy commitment throughout USO implementation and deployment which is expected to conclude in 2028, and provide employee benefits.
• Confirmation that the USO change will only be deployed if a decision has been made by Ofcom and a full National Agreement is in place with the CWU. Both parties will ensure that the issues on attendance patterns will be unlockedby 30^thMay 2025.

USO Pilot Offices

• Includes an update in relation to improving attendance patterns and ensuring that better flexibility is applied against the 7 options within an agreed criteria linked to compliance with safety and working legislation, Saturday coverage, quality of service and the cost basis is the same, which will be reviewed by the National Delivery USO Group.
• In addition, the ability to review reserve level coverage, including where absence rates need to be planned in.
• Ensuring all offices review their resourcing base to establish the status of either surplus staffing and/or the need to increase PT employee hours or recruitment.

USO Work Package – Pre-Deployment Activity

• A jointly agreed 12-part deployment planning process for each delivery office in the lead up to any potential ‘go live’ date and ensuring the status of resourcing/recruitment is reviewed and included in the attached flow charts (Resourcing & Recruitment).
• In line with the agreed process for the 37 pilot offices, a need to complete agreed frame moves in all delivery offices before their scheduled deployment date, to make better use of the space available to be able to sort and store parcels more efficiently.
• In preparation for the proposed changes, validation exercise to gather and better understand information on non-drivers across all delivery offices.
• Agreed process for better strategic involvement across all levels and ensuring the suitable release for CWU representatives as part of planning arrangements, which will be agreed between RODs/General Managers (GMs) and Divisional Reps alongside the OPLs and Area Reps.

Clearly the ongoing Pay, Section 5 and the USO are crucial to both parties and the release of the attached joint statements and wider clarification is intended to assist and give those negotiations the freedom to continue.

Both parties have agreed to hold a joint session with Regional Operational Directors and CWU Divisional Reps next week to run through all of the above and ensure that the same information is cascaded down to all levels of both structures as part of the improving strategic involvement and ways of working.

Any enquiries in relation to this LTB should be referred to the DGS(P) department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)          

Davie Robertson

Assistant Secretary

Tony Bouch

Assistant Secretary

LTB 102/25 – USO Reform – National Joint Statements Updated Communication

LTB 102/25 – Attachment 1 Joint Update on National Discussions Final 22.05

LTB 102/25 – Attachment 2 Pilots Update FINAL

LTB 102/25 – Attachment 3 USO Resourcing Flowchart Final Appendix1 (May 25)

LTB 102/25 – Attachment 4 Pre-Deployment Planning FINAL

LTB102/25 – Attachment 5 – 7 Options 1 of 2

LTB 102/25 – Attachment 6 – 7 Options 2 of 2                          

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Update on Royal Mail Group pay, new entrants terms, sick pay, USO, VR’s and more | 5pm TODAY.

SHE Dispute Resolution Process – Lines of Contact Postal Department

Branches and Representatives will recall LTB 031/25, which confirmed the core areas of responsibility for Health and Safety matters within the Postal Department following the decisions at last year’s Annual Conference concerning the former Health, Safety and Environment Department.

Since then, we have continued to receive enquiries, in particular, from our Area Safety Reps concerning the application of the SHE Dispute Resolution Process and lines of national escalation.

The purpose of this LTB is to confirm that the SHE Dispute Process remains unchanged currently, but that escalation to national level should be directed and addressed to the following relevant Officers/Departments at CWU headquarters, with any cross-functional or across-department matters being directed to the DGS (Postal) Department in the first instance:Areas of Responsibility and SHE Dispute Escalation LineRelevant Officer/Department at CWU HQDelivery

CollectionsTony Bouch 

Assistant Secretary 

Email: tbouch@cwu.orgParcelforce

Logistics

Distribution

Processing (including Mail Centre engineers)

International

EurestDavie Robertson

Assistant Secretary

Email: drobertson@cwu.orgPOL

Capita

Admin

MDEC & Customer Experience

HR

Finance, Stamps & CollectablesAndy Furey

Assistant Secretary

Email: afurey@cwu.orgFleet

Engineering

RMPFSLBobby Weatherall

Assistant Secretary (Act) 

Email: bweatherall@cwu.org

Any H&S workplace matters which are cross-functional or across the outlined areas of responsibility should in the first instance be directed to the DGS (Postal) Department.

Martin Walsh

Deputy General Secretary (Postal) 

Email: mwalsh@cwu.org

In setting out the above, it can be reported that we remain in talks with Royal Mail on seeking to update the current SHE Dispute Resolution Process to reflect these changes in the CWU national roles on Safety. Additionally, we are seeking to further amend the SHE Dispute process to include a new tier of escalation at ROD & Divisional Reps level, which is aimed at seeking to speed up dispute resolutions and further embed safety compliance without the need for national referral.

In the meantime, and until we can confirm and communicate any agreed changes to the SHE Dispute Resolution Process, it is hoped that this clarification on the lines of escalation to national level is helpful.

Finally, and for ease of reference, please find attached the following documents: –

SHE Committee and Dispute Resolution Guidance Document v3.0

SHE Dispute Resolution Record Template v1.1

SHE Dispute Resolution Flowchart v5.0

Any enquiries to this LTB should be addressed to the DGS(P) department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 100/25 – SHE Dispute Resolution Process – Lines of Contact Postal Department

LTB 100/25 – Att 1 SHE-Committee-and-Dispute-Reolution-Guidance-Doc v3.0

LTB 100/25 – Att 2 SHE Dispute Resolution Record Template (SHEI 2.3)(Appendix 6) v1.1

LTB 100/25 – Att 3 SHE Dispute Resolution Flowchart (SHEI 2.3) (Appendix 2) (v 5.0)

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Update on Pay, Section 5 and the USO and what to expect at the National Briefing on Wednesday 21^st & Thursday 22^nd May 2025

Over the last three weeks Royal Mail and the CWU have been in intensive and complex negotiations covering commitments contained within the agreement with EP Group.

These cover:

1.A long term pay deal.

2.The pathway to equalisation of new entrants’ pay, terms and conditions including a first step within three months of the takeover.

3.Reducing reliance on agency which will create more jobs and opportunities for part timers to increase their hours.

4.Reviewing overtime and scheduled attendance rates.

5.Introducing a performance incentive scheme which is payable based on local targets.

6.Improvements in sick pay.

7.Introducing new ways of working which includes a new more supportive approach to My Performance.

We have made progress on a number of these issues over the last three weeks. These negotiations are challenging when set against the financial position of the company, but we are determined to reach an agreement that resets Royal Mail and gives it a platform to grow, as well as ending the chaos culture in units across the UK.

Over the last three weeks the CWU negotiators have rejected three separate pay offers, all of which were above inflation.

We also have a plan in place for new entrants to reduce the working week and introduce paid meal reliefs. Further discussions are taking place on other parts of the equalisation pathway.

Alongside reaching agreement on all of the above, we are in negotiations on the future of the Universal Service Obligation – something that is crucial to both the future of the company and long-term job security.

Royal Mail have expressed their desire to reach an agreement, and we will continue with negotiations next week. Our aim is to reach an overall agreement by the time the transaction completes on 30^th May 2025. We are meeting Royal Mail again in Manchester on Tuesday 20^th May.

We fully recognise the urgency of delivering an agreement – in terms of bringing stability to workplaces, but we also know our members need and deserve a pay rise. We must balance this against reaching the right agreement for you. We will provide further updates and host engagement sessions with members in the coming weeks.

National Briefing 21^st and 22^nd May 2025

At the National Briefing it is our intention to fully update you on all aspects of the current negotiations.

The National Briefing on Wednesday 21^stMay will commence at 10am and will be held in the Mercure Manchester Piccadilly Hotel (International Suite). Address below.

Mercure Manchester Piccadilly Hotel

Portland Street
Manchester
M1 4PH

The agenda for the 2 days is below:

1. Dave Ward (CWU General Secretary) EP – Agreement/Update.
2. Martin Walsh (CWU Deputy General Secretary – Postal) – Opening Remarks.
3. Royal Mail Presentation – Alistair Cochrane (Chief Operating Officer)

Jamie Stephenson (Operations Transformation Director)

4. The reset in both Industrial and Employee Relations
   a. HR Summit
   b.Transforming Industrial Relations
   c. Reset of Employee Relations
   d. New IR Framework
   e. Working Together
   f. Next Steps
5. Pay – Long Term Pay Deal
6. New Career Path
7.  New Entrants
8.  Pay Simplification
9.  Reducing Reliance on Agency
10.  New Performance Incentive Scheme
11.  New Ways of Working/My Performance
12.  Review of Scheduled Attendance and Overtime Rates
13.  Sick Pay Arrangements
14. New agreed Voluntary Redundancy Terms
15.  Developing a Growth Strategy
16.  USO and the link to the agreement
17.  Next Steps
18.  Pension Information
19.  Membership Recruitment Strategy

Any enquiries in relation to the content of this LTB should be addressed to the DGSP Department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

Mick Kavanagh

Postal Executive Chair

LTB 98/25 – Update on Pay, Section 5 and the USO and what to expect at the National Briefing on Wednesday 21st and Thursday 22nd May 2025

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